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How Too Much Change Can Frustrate Your Employees and Culture
Change is necessary. A business that fails to change will lose its influence in the industry by falling behind its competition and driving away customers. According to research by Gartner, companies on average have gone through five organization-wide changes from 2017 to 2020.
When change initiatives are implemented properly, they lead to success. On the other hand, when changes are implemented the wrong way or at the wrong time, they will do more harm than good. One common mistake that organizations make is focusing so much on what is being changed that they fail to think about how this change affects the people who are going to live with it.
3 Ways Too Much Change Can Frustrate Your Employees and Culture
As I often say, it’s not what you change that matters: it’s how you change. Any change, even if it’s something good, can be stressful on people. It’s not surprising that only 34% of change initiatives are clearly successful. Accepting change itself is difficult for people. How much more can they do if you overload them with changes? Changing too much or changing too often leads to problems in the workplace. Aside from thinking about how you change, you should also think about how much you are changing.
